360-degree feedback programs go beyond performance reviews and give you a window through which your employees can truly see their strengths, understand their opportunity areas, and see how their behaviors impact others.
A person may feel like they are working hard on a project. They’ve put a lot of thought into it and as heavily invested as they may be in their work, other employees haven’t seen a lot of tangible output.
Coworkers may not see how hard that particular employee is working, and who knows, the employee may think they’re working more than they actually are.
By combining coworker perceptions and self-ratings of an employee, 360-degree feedback solutions shed new light on performance. Not only are your employees able to see themselves as others do, they find out which behaviors to improve and which behaviors are seen as strong points in their performance.
Knowing exactly what you want to gain from the 360-degree feedback program helps set the stage for the rest of the process. Here are some of the most common uses:
- Provide performance feedback – By looking at coworkers’ perceptions of a particular employee, along with self-ratings, a more holistic view is formed. All of this feedback is used for the individual’s sake, so that they can see which areas can be improved and which areas they are excelling in.
- Improve succession planning – Using a 360-degree feedback program for development better prepares your organization for the future. When the time comes to decide on a successor for a position, having the confidence to promote from within makes the process much easier. Also, the side effect of expanding internal opportunities for promotion never hurts.
- Find hidden talents – Sometimes people over-criticize themselves, making it appear as if they aren’t as good at something when they actually are. 360-degree feedback programs tap into hidden strengths by taking into account others’ perspectives.
- Identify gaps in training – With an across-the-board view of a team’s performance, weak areas in training are more evident, and for developmental purposes, 360-degree feedback solutions help pinpoint overall blind spots.
- Familiarize a new boss with their team – If you’ve already been through a 360-degree feedback process, a new boss or department lead has information about their team handy, better preparing them for coaching and developing their new team.
The reasons your organization starts a 360-degree feedback solution should be kept at the forefront of everyone’s mind when going through the process.
Does your company use a 360-degree feedback solution?